The ultimate aim is to ensure 360 degree feedback drives behaviour change – the way they do things. Changes in behaviour are the only true measures of how effective the 360 degree feedback process is.
When the process is managed properly and people are presented with high quality feedback, they are much more likely to move from awareness (that something needs to change), through to acceptance, and then to action.
For us, there are three key ways that 360 feedback can encourage behaviour change:
The feedback discussion
The start point is the feedback discussion. A well managed feedback discussion will help people identify the specific things they should continue doing, but also the things they need to start doing, stop doing or do differently.
Skilled facilitators will guide people through their 360 feedback results to ensure a thorough understanding. Once the feedback messages have been understood the feedback facilitator will adopt a coaching style to encourage the individual to define specific learning actions based on their 360 feedback results.
One of the strengths of our 360 platform is that it has a dedicated action planning section. This can either be used in the feedback session or afterwards to capture actions. Feedback recipients can then access our 360 platform whenever they want to review, update or add to their action plan.
What gets measured gets done
The final way that 360 feedback can encourage behaviour change is to repeat the process. How soon that is done depends on how the 360 feedback is being used. If it is supporting learning on a training programme then the 360 could be repeated at the end of the programme. The main thing to bear in mind is that it can take several weeks of dedicated effort to break old habits and form new ones so we would generally advise that the process be repeated after 6 months or so.